Wisconsin
Overview
Please review the information below as well as the information on the Federal Equal Employment Opportunity page and then return to the workplace harassment prevention course tab.
Harassment and discrimination based on a protected characteristic are prohibited under both federal and state law. The federal government and most state governments have agencies that help employers and employees understand these legal requirements and ensure compliance with the laws.
Protected Characteristics
Harassment or discrimination based on any protected characteristic set forth below is prohibited under state law in Wisconsin.
Wisconsin
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race
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color
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national origin
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ancestry
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sex (including sex stereotyping and pregnancy, childbirth, or related medical conditions)
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sexual orientation
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gender identity
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age (40 or older)
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creed/religion (including religious observance and practice)
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disability
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marital status
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military service status
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arrest and conviction record history
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use of honesty testing
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use of genetic testing
- use or nonuse of lawful products off the employer’s premises during non-working hours
- declining to attend a meeting or to participate in any communication about religious or political matters
Applicable Laws
Wisconsin
The primary state law prohibiting employment discrimination, including harassment, is the Wisconsin Fair Employment Law.
Filing a Claim in Wisconsin
An employment discrimination or harassment claim may be filed with the Wisconsin Department of Workforce Development, and/or the U.S. Equal Employment Opportunity Commission, depending on the employer’s size and the protected characteristic on which the claim is based. More information on federal law prohibiting employment discrimination and harassment is available on the Federal Equal Employment Opportunity page.
Retaliation Prohibited
Employer retaliation against an employee who files a discrimination or harassment complaint or is involved in the complaint process is unlawful.
The information contained on this page is for informational purposes only.
It does not, and is not intended to, constitute legal advice.